Global business leaders possess a number of common attributes that separate them from their strictly domestic counterparts.

Attributes of an impactful global executive

American businesses are on the hunt for international opportunities as the global economy continues to expand. Almost 90 percent believe overseas expansion is necessary over the long term, according to research from financial services giant Wells Fargo. Successfully executing an expansion strategy requires immense internal preparation and guidance from seasoned stakeholders who have the executive experience needed to lead the enterprise through transformative change. Unfortunately, not all business leaders are equipped to handle this duty.

With this in mind, organizations on the verge of establishing an international presence must reevaluate the individuals at or near the top of the pay scale to see if they can lead both here and abroad. If these professionals do not meet expectations, human resources teams must look for global executives who can literally and figuratively take the enterprise to new places. Qualified candidates usually possess a number of common attributes that separate them from their strictly domestic counterparts.

Passion for inclusiveness
Organizations looking to expand overseas must cultivate support in new markets and that require making connections with locals from different cultures. Global business leaders ease this process by forming deep bonds with their international peers through inclusive activities, according to Harvard Business Review. Instead of forcing centralized operational workflows on developing branches abroad, these executives collaborate with provincial authorities to create processes and products that fit the local market. They listen actively and yield the floor to those who understand the area better than they do.

"Global business leaders form deep bonds with their international peers through inclusive activities."

Curiosity
Expanding enterprises must willingly dive into the culture of a new region to truly understand its people. Again, global executives expedite things here. How? Most are intensely curious and have no problem charting unknown territory, according to the Darden School of Business at the University of Virginia. Executives of this sort are aware that there is always more to learn and yearn to build on their knowledge via firsthand experience.

Openness to culture
Very crucial is also that the executive needs to understand the local culture, i.e. constantly balancing the strategies and ideas (push) from the Headoffice while at the same time respecting the values of each of the local cultures.

Propensity for strategic risk taking 
Establishing new offices overseas is risky – even financially secure organizations can falter when stretched too thin. As a result, those with expansion in mind should install calculated risk takers at the helm, as these individuals can leverage their enthusiasm for change to stoke internal excitement and drive support, Zenger Folkman CEO Jack Zenger explained in a post for Forbes. Global executives are known for chasing promising new opportunities despite the inherent unpredictability of such pursuits. This innate drive to move forward can help expanding organizations take the plunge and successfully reach new heights.

Does your growing business need global leaders with these qualities? Contact YES Partners today. Our seasoned executive search consultants can connect you with international innovators who have the executive experience and knowledge needed to coordinate and execute a successful expansion strategy.         

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Many startups conflate or confuse two key technology-based roles: chief information officer and chief technology officer.

CIO or CTO: Which one does your startup need?

As advanced enterprise hardware and software solutions progress, business and technology become further entwined. Few understand this better than startup founders, many of whom lead the companies driving this trend. However, this technological awareness doesn't necessarily translate internally, especially when it comes to hiring and recruitment. The often jumbled search for key technical stakeholders encapsulates this issue.

According to TechRepublic, many burgeoning firms conflate or confuse two key technology-based roles: chief information officer and chief technology officer. While there is some overlap in the skills among these leaders, each performs wholly unique duties that benefit the organization in drastically different ways.

Understanding the CIO
All of the enterprise technology that supports day-to-day operations falls under the purview of the CIO, according to the Society for Human Resource Management. These leaders manage all onsite hardware and software, facilitating essential maintenance and user support activities. Additionally, most work with fellow C-level contributors to align IT operations with overarching business goals to promote scalability and boost profit margins. CIOs might also oversee the collection and application of system performance metrics for organizations that have embraced big data.

In the U.S., CIOs make an average of $151,562 per year, with some earning salaries as high as $230,000, according to data from PayScale.

"While the CIO directs internal IT activities, the CTO works to produce digital products for external consumption."

Understanding the CTO
While the CIO directs internal IT activities, the CTO works with engineering teams to produce digital products for external consumption, according to SHRM. Consequently, these leaders spend most of their time architecting hardware and software, as well as working with stakeholders in the other departments to properly package and promote the assets they design. CTOs normally wield considerably influence within the organization as their activities correlate directly to overall profitability.

CTOs make roughly the same amount as their internal counterparts, according to PayScale.

Startups looking to fill one or both of these positions with transformative talent must take these details into consideration when evaluating potential candidates. Of course, in situations like this, going it alone is not the best option. Executive search firms can help growing enterprises find the technological leaders they need to move forward, providing well-connected executive search consultants who know the space and can find the RIGHT professionals for these roles.

Is your startup interested in taking this collaborative route? Connect with YES Partners today. To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

How can a company in need of technical talent successfully navigate the crowded IT recruitment waters? Here some strategies for doing just that.

Are you ready for the tech war for talent?

The technology sector continues to grow as engineers and programmers develop new innovations designed to ease the background processes of life. Businesses are of course taking advantage of these creations, integrating advanced enterprise technology into workflows of all kinds. Worldwide information technology spending is expected to increase 2.7 percent to $3.5 trillion this year, according to data from Gartner. This rapid operational modernization has forced businesses to bolster their IT ranks and seek out indispensable technical specialists who cannot only manage modern enterprise systems and devices but also offer guidance on how the organization might weather future technological challenges. How can a company in need of such talent successfully navigate the crowded IT recruitment waters? Here some strategies for doing just that:

Target smaller markets
While a good number of talented IT professionals certainly congregate around big cities such as New York and San Francisco, many more live in smaller markets in the Midwest and Southeast, FastCompany reported. Consequently, savvy human resources personnel shift their attention to these areas where competition is less fierce. Most offer up relocation packages and sign-on bonuses to sweeten the pot to draw out hidden talent and bolster their IT teams.

"Offering the right perks at the right time can go a long way toward netting the perfect IT addition."

Pay attention to perks
Organizations searching for premier IT talent go up against companies such as Google and Microsoft – heavy hitters known for doling out healthy compensation packages stuffed with perks. These offerings are well out of reach for small, midsize and even some larger firms. However, that doesn't mean more modestly resourced HR teams should just give up. Offering the right perks at the right time can go a long way toward netting the perfect IT addition, according to FastCompany. Companies should put together multiple offers with different compensatory configurations. Additionally, maintaining new-age workplace programs can also help, especially when it comes to recruiting younger workers.

Work with a partner
Although internal efforts can produce results, you might need help from an external resource when looking for top IT talent. Executive search firms are the ideal option here, as these organizations can leverage strong industry connections to reach out to passive job seekers who may be thinking of pursuing new opportunities but have yet to take action. Keep in mind also this is all they do, i.e. their focus day-by-day! Is your company prepared to up its IT recruitment efforts and hire transformative new talent for the tech department? Connect with YES Partners today.   

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

How do enterprises go about building developing talent pools?

Strategies for developing a sustainable talent pipeline

Organizations tend to focus on the short term when recruiting for hard-to-fill positions. How can we address the vacancy in the executive suite? When will we find the RIGHT applicant for this crucial managerial role? While effective to some extent, this methodology tires internal human resources teams as they leap-frog from opening to opening, deploying a disparate hiring strategy for each new opportunity.

Establishing a self-refreshing talent pipeline is a much more powerful and sustainable approach. With this model, HR staff can leverage standardized systems to reach consistently qualified candidates, while saving precious time and resources. On the other hand, companies need to know what talent they actually want to have in the 'talent pipeline'. At the end of the day, every company wants to hire the best. How do enterprises go about building developing talent pools? There are multiple ways to do this.

Build a better brand
These days, active job seekers do far more than peruse job descriptions before submitting applications. Most not only review company websites and read up on executive staff but also search employer social media profiles and other online resources to gauge company success and evaluate workplace culture. With this in mind, businesses must bolster their branding so that it offers a favorable reflection of the enterprise and yields accurate information that may be of value to talented candidates, according to Inc. However, HR teams should not waste too much time on this variable, as entrenched passive searchers often dodge job portals and reach out via other channels, such as retained executive search firms. Additionally, businesses must back up digital claims with demonstrable actions, Harvard Business Review reported.

"Establishing a self-refreshing talent pipeline is a powerful and sustainable recruitment approach."

Grow from the inside
While external recruitment efforts are normally the most effective, it does not hurt to search internally for up-and-coming talent, according to the Society for Human Resource Management. Professional development programs geared toward high-potential workers can help pinpoint the next generation of corner office dwellers and operational wizards, making it easier for HR personnel to draft effective succession plans and ultimately facilitate sustained success. Of course, this strategy hinges on employee engagement, as young talent must have an incentive to stick around and wait for prized positions. The ancillary tasks that come with this approach can get overwhelming fast. As a result, it's wise to supplement internal efforts with robust external recruitment programs.

Collaborate with a partner
Even the largest, most equipped HR teams cannot navigate the recruitment process alone. Employee management tasks take up considerable time and internal recruiters maintain limited connections, which makes it challenging to reach out to dynamic out-of-the-box candidates who can bring fresh perspectives into the operation. Executive search firms, on the other hand, have copious contacts in multiple sectors, putting them in the perfect position to broker meetings between companies and passive job seekers of all sorts. Plus, these firms form lasting bonds with businesses, facilitating robust recruitment channels. Additionally, their task is not on filling a position, but finding qualified candidates for the very specific openings. 

Is your organization prepared to develop a sustainable talent pipeline? Connect with YES Partners today. Our executive search consultants develop long-term relationships with clients and leverage their industry knowledge to connect them with viable candidates who have the executive experience and technical skills to make an impact. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Creating a profile for a future HR leader? Begin with these three essential traits.

3 traits for world-class human resources leaders

Truly talented human resources leaders are hard to find. Talent acquisition teams often come to grips with this conclusion as they evaluate dozens of candidates who don't seem to possess the experience and skills required to successfully manage personnel and grow the business. Internal recruiters should avoid wasting time on the unworthy by developing the profile for the ideal HR leader. This exercise lends clarity to the search and facilitates hiring precision. How do you start piecing together this outline? Begin with these three essential traits for world-class HR leaders:

Foresight
The hiring and recruitment world continues to change rapidly. For instance, many firms are eschewing full-time roles for contingent positions as a way to promote organizational scalability, Harvard Business Review reported. Top-notch HR professionals understand this and other developing trends, and work to create long-term strategies that take them into account. Keep this in mind as you search for the right candidate. You need an individual who handles the here-and-now with an eye to the future.

Managerial courage
Because of ever-evolving personnel and market trends, HR leaders must often think outside of the box to solve serious problems. Of course, alternative staffing solutions, especially those with upfront costs, draw fire from operational stakeholders who advocate for staying the course, no matter the long-term impact (there are however alternative models with no upfront fees). Ideal candidates show courage in these moments and fight for their ideas even as opposition builds, according to Forefront Magazine. Typically, an executive search firm can pinpoint individuals with track records that show they can formulate effective workarounds and have the pluck to stand up for them in the face of adversity. These value-adds of the specific individuals are typically highlighted by external search firms upon presentation of the candidates.

"Top-notch HR professionals understand developing trends, and work to create long-term strategies."

Openness
HR professionals devote considerable time to relationship-building activities. Whether it's forming connections with global executive search firms or developing a rapport with mentees, these leaders continually cultivate new relationships that are essential to the business. Consequently, candidates in line for HR leadership positions must have the interpersonal and tactical skills necessary to create and maintain important, positive connections, according to Harvard Business Review.  

An HR leader profile that includes these traits is sure to point your talent acquisition staff in the right direction. However, simply understanding what kind of person you need is only half the equation. You must also go out and find the right candidate, an immense challenge in today's recruitment climate. Considering this, what is your next move? Connecting with an executive search firm like YES Partners is a good solution. Our seasoned recruitment consultants can mine their industry connections to find passive candidates who have the skills and executive experience you require. Plus, we stick around for the long haul, working with you to develop a lasting talent pipeline. Additionally, due to the nature of the business a third-party firm like YES Partners gets, we have multiple qualified candidate profiles.

Ready to get started? Connect with us today.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Here are some of the common recruitment pitfalls that often prompt overly insular company recruiters to look for external help.

Signs you need to work with an executive recruiter

Most organizations depend on internal talent acquisition resources when recruiting for hard-to-fill or mission-critical roles. This strategy would seem to make sense. Why seek outside assistance when searching for professionals who could very well determine the direction of the organization? In reality, this in-house-only approach sometimes stalls progress, creating roadblocks that only external partners can help you overcome. Here are some of the common recruitment pitfalls that often prompt overly insular company recruiters to look elsewhere:    

Sluggish hiring processes
The hiring process, from application submission to offer acceptance, lasts 23 days, according to one study cited in The Wall Street Journal. While modern candidates have been conditioned to wait, businesses should still work to facilitate streamlined recruitment practices that unfold as quickly as possible. Why? Someone else is doing it quicker. Companies of all kinds lose out on transformative talent because they move too slowly. If you find yourself fielding copious candidate rejection emails, it may be time to rework your hiring model.

Global executive search firms work well in this situation, as they can take care of introductory screening sessions and allow your team to focus on more important, time-consuming tasks required later down the line.

Few responses from qualified candidates
In recent years, companies have refocused their efforts on digital branding and recruitment tasks meant to drive candidate engagement, the Society For Human Resource Management reported. While this strategy does indeed help with technology-inclined active searchers, it often proves less effective with top-tier professionals who are contributing to their organizations rather than submitting resumes. Consequently, businesses often wait around with few responses, as the individuals who are qualified for high-level openings connect with competitors via more relationship-based job-hunting methods.

"Executive recruiters allow organizations to eschew job boards and online portals for more effective recruitment techniques."

Again, executive recruitment firms fill the gap here, allowing organizations to eschew job boards and online portals for more effective recruitment techniques. Instead of sorting through submissions from unqualified candidates or staring at an empty inbox, you can work with a recruitment consultant who can put you in touch with real business leaders.  

Bad hires
The War for Talent has made it difficult to find truly great candidates, leaving many companies desperate to fill positions, even if new hires don't check all the boxes. While simply filling key operational vacancies with passable personnel may seem wise, it can destroy internal culture and weigh down the bottom line, according to FastCompany. If your organization has suffered through multiple recruitment failures of this kind, it's probably time to ask for help.

Executive recruitment firms work with candidates who have the executive experience and industry-specific knowledge needed to catalyze success. They also take the time to find individuals who fit within the workplace, reducing the likelihood of fit issues.

With these signs in mind, you should evaluate your progress and see if you need an external helping hand. Should this be the case, try connecting with YES Partners. Our executive search consultants can put you back on the right track and give you the resources you need to attract the RIGHT talent. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.  

Organizations must look past job boards and deploy strategies that address this unique recruitment conundrum.

Frustrated with job board results?

Many businesses allocate serious time and resources to maintaining job boards with the expectation that metamorphic talent will interact with these portals and come running. Of course, this set-it-and-forget-it recruitment methodology rarely yields results. Why? The real leaders are working, not searching career sites for new opportunities. Organizations must look past job boards and deploy strategies that address this unique recruitment conundrum. There is no shortage of battle-tested options.

Succession planning
When high-level positions open up, enterprises often look outside for candidates who can bring something new to the role. However, others dodge this situation altogether by recruiting from within, according to the Society for Human Resource Management. Usually, this involves planning ahead for departures by having next-in-line personnel to fill certain positions should they open. Additionally, some businesses adopt nomination systems in which departing leaders in good standing can suggest their replacements. Though this strategy comes with obvious pitfalls, it can be effective if deployed in successful organizations with strong cultures.

"At some point, external collaboration becomes the only option."

Outside-of-the-box solutions
When external recruitment is necessary, it can be easy to fall back on standbys like job-board-centered outreach. Alternative out-of-the-box strategies often yield stronger results, according to SHRM. For example, many human resources teams organize open houses or meetups for potential hires, allowing them to connect with internal recruiters and explore the business naturally before submitting resumes. These events usually draw only serious talent. Some organizations opt for flattery, researching ideal leaders and then sending them job pitches and presents that might get them interested, Business Insider reported.

Collaborating with third-parties
At some point, external collaboration becomes the only option. In these moments, global search firms can come through in big ways, offering seasoned search consultants with the industry knowledge and connections to successfully engage passive talent. Why are external recruiting firms more efficient and more successful in finding the right talent? Because they are not waiting for the right applicant to apply or are just filling a job, but from the beginning do a targeted (and sometimes confidential) search. In short, it is their ONLY goal to find the RIGHT candidate for that specific opening! On top of that doing only recruitment, external firms can identify the right candidates faster. Has your organization come to this juncture? Contact YES Partners today. Our search consultants can find leaders with executive experience and skills needed to move your company forward.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries. 

There are some tried-and-true strategies for beating out the competition and attracting game-changing leaders.

You say you want champions. How do you find them?

Organizations of all shapes and sizes search the world over for talented business leaders with executive experience and skills to grow profit margins. Most say as much on their job boards, which normally feature outsized role descriptions seemingly describing the next Steve Jobs. In reality, attracting this caliber of talent is no simple task these days. Companies in every sector are hiring at historic clips as the economy blooms. Last month, employers added 235,000 jobs, according to data from the Department of Labor.

How do businesses claim victory in this "War for Talent?" Luckily, there are some tried-and-true strategies for beating out the competition and attracting game-changing leaders.

Develop a strong employer brand
Top executives not only want to build their skill sets but also do compelling work amongst competent and driven colleagues. Businesses can tap into this desire by developing external branding that advertises a rich internal culture, according to the Society for Human Resource Management. These materials, whether they be digital or physical, excite prospective leaders and encourage them to look elsewhere for new opportunities.

"Internal recruitment teams can amplify their efforts by working with external partners."

Consider generational concerns
Most organizations search for candidates across multiple generations. While these key employees are attracted to a few core selling points, they each have unique needs, Harvard Business Review found. For example, millennials expect increased workplace flexibility and easy-to-access technology tools. Baby boomers, on the other hand, yearn for stable office environments where in-person meetings occur with regularity. A single business can offer both experiences and attract diverse talent.

Work with a partner
In theory, on job-postings, a handful of suitable candidates apply – one of them is to be hired. In reality, however, several hundred do apply with seldom having the RIGHT background or experience.

Internal recruitment teams can amplify their efforts by working with external partners like global search firms. These organizations offer seasoned search consultants who can leverage their international connections to find transformation leaders. Is your organization prepared to take this step and work with a proven recruitment firm? Contact YES Partners today. To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

It may be time to work with an executive search firm.

Understanding retained search firms

As the war for talent rages on, internal human resources personnel search for recruitment solutions that facilitate the development of lasting talent pipelines. Many turn to retained search firms, as these organizations are known for pinpointing truly talented contributors with transformative executive experience. Even so, a good number of employers avoid such companies, believing they can effectively connect with world-class candidates sans external help. These outliers are often mistaken and find themselves struggling to attract strong hires for essential roles.

Does your business fall into the latter category? It may be time to work with an retained search firm. However, before you begin reaching out to prospective recruitment partners, you must first understand how these organizations work.

Developing partnerships
Many HR professionals believe retained search firms function like staffing agencies or contingency-based shops. This simply isn't true. Most strive to develop collaborative, long-term relationships with their clients and expect to be involved throughout the hiring process, according to the Society for Human Resource Management. Retained search firms help internal personnel develop hiring strategies and actively aid in executing them for years to come.

"Retained search firms strive to develop collaborative, long-term relationships with their clients."

Leveraging vast networks
Most talented business leaders already hold positions and are not actively looking for new opportunities. This, of course, poses problems for employers, most of whom target active job seekers. Retained recruitment firms provide the solution to this common conundrum, leveraging sector-specific connections to get in touch with professionals who aren't planning to leave but may be interested in exciting new roles, Inc. reported.  

With the rise of the gig economy and challenging executive retirement patterns, businesses will face more recruitment challenges as the year progresses. Retained search firms like YES Partners can help enterprises of all kinds survive the war for talent and hire the leaders they need.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

How can expansion-minded businesses ease this process and score high-level leaders overseas?

Are you prepared to expand internationally?

The global marketplace holds exciting opportunities for businesses eyeing overseas expansion. However, actually executing an international move requires serious company resources and help from internal and external personnel who can lay the groundwork for successful market entry. Recruitment is, of course, a serious concern, as stateside businesses must hire professionals in new international locations to effectively integrate into the local business community. How can expansion-minded businesses ease this process and score high-level leaders overseas?

Address differing cultural norms
Employees in different nations often adhere to unique cultural norms. Organizations looking to expand internationally must address these differences and develop methods for overcoming them, according to the Society for Human Resource Management. That may require offering additional training for internal HR staff or partnering with a global executive search firm that can make the proper introductions and give advice on navigating cultural roadblocks.

"Employees in different nations often adhere to unique cultural norms."

Work with local organizations
Businesses entering new markets overseas aren't simply opening up office space – they are integrating into entirely new business communities. Consequently, it's wise to make connections with the organizations that drive these groups. Besides reaching out to organizations like local chambers of commerce, working with a global executive search firm that can offer a lay of the land and target specific promising local talent is typically a safe bet to reach more qualified candidates.

Make offers in person
When it comes time to extend offers to the overseas executive leaders tasked with running the satellite site, stateside business leaders should make the trip and do it in-person. Why? This shows new overseas contributors that they are valued and have the support of their colleagues at the home office, according to Training Magazine. This minor move can set overseas operations up for future success, giving the staff there the confidence they need to break into the local market.

Headquarters staff need to demonstrate their commitment to the region or country. Additionally, once a search firm presents qualified candidates, the company itself is on the spot to reassure international executives about the future of operations in that country.

Is your organization on the cusp of international expansion? Contact YES Partners today. Our executive search consultants can locate talented executives anywhere in the world and help you navigate the process.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

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